What is parental leave?
Parental leave is a statutory option for parents to take time off work after the birth of a child in order to devote themselves to caring for and raising the child. During this time, the employment relationship is suspended and there is special protection against dismissal. After parental leave, employees have the right to return to work.
Who can take parental leave?
In principle, all employees are entitled to parental leave, regardless of the type of employment relationship – be it full-time, part-time, temporary or permanent. Part-time employees(mini-jobbers) and trainees can also apply for parental leave. The prerequisite is that they live in the same household as the child and look after and bring up the child themselves.
Duration and distribution of parental leave
Each parent is entitled to up to three years of parental leave per child. This can be taken flexibly.
- Until the child’s 3rd birthday: Up to three years can be taken.
- Between the 3rd and 8th birthday: Up to 24 months can be transferred during this period.
Parental leave can be divided into up to three periods. A further division is only possible with the employer’s consent.
Registration for parental leave
Parental leave must be notified to the employer in writing.
- Deadline: No later than seven weeks before the start of parental leave.
- Content: Indication of the start and duration of parental leave.
For parental leave to be taken between the child’s 3rd and 8th birthday, the registration deadline is 13 weeks before the start of the leave.
Part-time work during parental leave
During parental leave, part-time work of up to 32 hours per week is possible. An entitlement to part-time work exists if.
- Company size: The employer has more than 15 employees.
- Duration of employment: The employment relationship has existed for at least six months.
- Working hours: The desired part-time hours are between 15 and 32 hours per week.
The application must be submitted at least seven weeks before the start of part-time work.
Vacation entitlement during and after parental leave
During parental leave, the employer can reduce the leave entitlement by one twelfth for each full month of parental leave. However, any remaining leave not taken before the start of parental leave does not expire and can be taken in the current or next leave year after returning from parental leave.
Illness during parental leave
If a parent falls ill during parental leave, there is no entitlement to continued payment of salary by the employer. The six-week continued payment of wages in the event of illness only begins after the end of parental leave, provided the illness is still ongoing.
Early termination or extension of parental leave
Early termination or extension of parental leave is generally only possible with the employer’s consent. Exceptions exist in cases of particular hardship, such as the death of the child or a serious illness of one of the parents.
Parental allowance and parental allowance plus
Parental allowance supports parents financially during parental leave. The amount depends on the income before the birth and is between 65 and 100 percent of the lost net income, with a minimum of 300 euros and a maximum of 1,800 euros per month. Parental allowance plus allows for a longer period of entitlement while working part-time and amounts to a maximum of 900 euros per month.
Digital support from ZMI
ZMI’s time management systems support companies in managing parental leave. Functions such as the planning of absences, the documentation of part-time work and compliance with statutory deadlines make it easier for both employers and employees to deal with parental leave regulations.
Conclusion
Parental leave allows parents to take intensive care of their child without giving up their employment. With careful planning and the support of digital tools such as ZMI, parental leave can be successfully organized for both families and companies.